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employee journey: meer dan werven en behouden","2025-07-09T00:00:00.000Z",5,"Bedrijfsgroei - De employee journey: meer dan werven en behouden","Hoe zorg je ervoor dat je medewerkers niet alleen binnenkomen, maar ook groeien en betrokken blijven bij je organisatie?  Het antwoord ligt in een goed uitgedachte employee journey. In dit artikel duiken we in het concept van de employee journey en laten we zien hoe je deze kunt optimaliseren voor verschillende fasen, van werving tot pensioen.","nl-NL",false,"Hoe zorg je ervoor dat je medewerkers niet alleen binnenkomen, maar ook groeien en betrokken blijven bij je organisatie? \n\nHet antwoord ligt in een goed uitgedachte employee journey. In dit artikel duiken we in het concept van de employee journey en laten we zien hoe je deze kunt optimaliseren voor verschillende fasen, van werving tot pensioen.\n\nJe leert wat de employee journey precies inhoudt, welke fasen erin te onderscheiden zijn en hoe je deze kunt versterken. Met praktische tips en voorbeelden helpen we je op weg naar een aanpak die zowel je medewerkers als je organisatie ten goede komt.","Hoe zorg je ervoor dat je medewerkers niet alleen binnenkomen, maar ook groeien en betrokken blijven bij je organisatie?\n\nHet antwoord ligt in een goed uitgedachte employee journey. In dit artikel duiken we in het concept van de employee journey en laten we zien hoe je deze kunt optimaliseren voor verschillende fasen, van werving tot pensioen.\n\nJe leert wat de employee journey precies inhoudt, welke fasen erin te onderscheiden zijn en hoe je deze kunt versterken. Met praktische tips en voorbeelden helpen we je op weg naar een aanpak die zowel je medewerkers als je organisatie ten goede komt.","ondernemerstips",{"url":915},"https:\u002F\u002Fimages.ctfassets.net\u002Fugvt7frqdowh\u002FSjQRDOa0vGNoEnviqwEhv\u002F45e3aa6f7f6f6c98cd0f0975b7befedc\u002Fcoverimage-hr1.jpg",{"url":915,"description":8},{"name":918,"url":919},"ABN AMRO","",{"items":921},[922,928,934,939,944,949,955],{"sys":923,"name":925,"value":926,"type":927,"filterParameter":8},{"id":924},"vZrwK4AeuCTUyoYZEdftQ","Groei","groei","content-type",{"sys":929,"name":931,"value":932,"type":933,"filterParameter":8},{"id":930},"61Gi5pguxq85hO9t00nZ0a","Micro","micro","segment",{"sys":935,"name":937,"value":938,"type":933,"filterParameter":8},{"id":936},"7LK9UKlaESFUwKs5gFFYwE","Small","small",{"sys":940,"name":942,"value":943,"type":933,"filterParameter":8},{"id":941},"5vhowldlQuufTQPFCD7sjT","Mid","mid",{"sys":945,"name":947,"value":948,"type":933,"filterParameter":8},{"id":946},"1C50brVGTKUPI8PfvTy2YJ","Large","large",{"sys":950,"name":122,"value":952,"type":953,"filterParameter":954},{"id":951},"FgCJIfkE03uei6bm9zyyh","hr","category","category_hr",{"sys":956,"name":958,"value":959,"type":960,"filterParameter":961},{"id":957},"1Wkn6M8Efg1mZxdvZnnyHR","Personeel houden","personeel-houden","topic","category_hr:topic_personeel-houden",{"slug":93,"pageName":94,"parentPage":963},{"slug":42,"pageName":43},{"items":965},[966,973],{"sys":967,"name":969,"sector":970,"aboutText":8,"url":8,"image":971},{"id":968},"2hfAfdxCkGzcFzeQQQSXCS","Han Mesters","Human Capital",{"url":972,"description":919},"https:\u002F\u002Fimages.ctfassets.net\u002Fugvt7frqdowh\u002F6s71dJDDeQpmkHCcfgLxSY\u002Fc590d1d684a6808acf61709019c353f0\u002F4a0d6cb9-fa1a-42dc-a1b0-235287fd9000.jpg",{"sys":974,"name":976,"sector":8,"aboutText":8,"url":8,"image":977},{"id":975},"3Xy2SYlIh4jFIb2ZicT5gV","Maarten van de Vijver",{"url":978,"description":919},"https:\u002F\u002Fimages.ctfassets.net\u002Fugvt7frqdowh\u002F2jsfop7yT2nSDhghzBPsFu\u002Fd4a18d6053d33c5f5ea4ad044547f2e2\u002F8d4da6bf-b634-4a66-aff6-7db1670b6378.jpg",{"items":980},[8,981,989,996,1010,1017],{"__typename":982,"sys":983,"linksCollection":985,"name":987,"variant":27,"header":8,"body":8,"image":988},"ArticleParagraph",{"id":984},"2acJuLwjyFytTKfCKCQFJ5",{"items":986},[],"Image - Header - De employee journey",{"url":915,"description":8},{"__typename":982,"sys":990,"linksCollection":992,"image":8,"name":994,"variant":27,"header":8,"body":995},{"id":991},"4SVu7W9y8pdBXF4rE6zSIC",{"items":993},[],"HR & Mensen - body | De employee journey: meer dan werven en behouden","## Wat is de employee journey?\nDe employee journey, of “medewerkersreis”, omvat alle ervaringen die een medewerker heeft binnen je organisatie. Het begint bij de eerste kennismaking en loopt door tot het moment waarop de medewerker je organisatie verlaat, en zelfs daarna.\n\nDe employee journey wordt [ook wel bestempeld als](https:\u002F\u002Fwww.personio.nl\u002Fhr-woordenboek\u002Femployee-journey\u002F):\n- “alle interacties van je werknemers met je bedrijf\" \n- \"begint bij de werving en gaat door tot de werknemer je bedrijf verlaat\"\n\nHet is vergelijkbaar met de klantreismodellen die marketeers gebruiken, maar dan gericht op de medewerker als 'klant'. Door de beleving van medewerkers centraal te stellen, kun je processen verbeteren, betrokkenheid vergroten en uiteindelijk ook je organisatie succesvoller maken.\n\nDe employee journey bestaat uit verschillende fasen, met voor elke fase specifieke behoeften en verwachtingen. Door deze fasen te begrijpen en er bewust op in te spelen, creëer je een positievere werkervaring voor je medewerkers.\n\n## De zes fasen van de employee journey\nPer bedrijf zijn de fasen van de employee journey anders, maar over het algemeen kun je zeggen dat er zes hoofdfasen zijn. \n\n### 1. Oriëntatie en werving\nDe reis begint al voordat iemand solliciteert. In deze fase vormt een potentiële medewerker een beeld van jouw organisatie als werkgever. \n\nDit doe je via je website en social media, maar ook de tekst in je vacatures en verhalen van huidige en voormalige medewerkers. \n\n#### Waarom is deze fase belangrijk?\n- Eerste indrukken zijn blijvend en moeilijk te veranderen\n- Je trekt de juiste kandidaten aan als je employer brand helder is\n- De sollicitatie-ervaring bepaalt mede of een kandidaat het aanbod accepteert\n\n#### Tips om deze fase te versterken:\n- Zorg voor [een duidelijk en authentiek werkgeversmerk](https:\u002F\u002Fdoorpakken.abnamro.nl\u002Fmagazine\u002Fwat-maakt-jouw-bedrijf-aantrekkelijk\u002F)\n- [Maak het sollicitatieproces transparant en gebruiksvriendelijk](https:\u002F\u002Fdoorpakken.abnamro.nl\u002Fmagazine\u002Fvijf-succesfactoren-voor-een-sterke-wervingsstrategie\u002F)\n- Communiceer tijdig en persoonlijk met kandidaten\n- Schets geen situatie die niet realistisch is\n\n### 2. Onboarding\nDe onboarding fase begint bij het accepteren van de baan en loopt door tot de medewerker volledig is ingewerkt, meestal de eerste 90 tot 100 dagen.\n\n#### Waarom is deze fase belangrijk?\n- Een goede onboarding zorgt ervoor dat medewerkers tot 70% sneller productief zijn\n- Het versterkt de binding met de organisatie vanaf dag één\n- Het bevestigt de keuze die de medewerker heeft gemaakt voor jouw organisatie\n\n#### Tips om deze fase te versterken:\n- Begin al vóór de eerste werkdag met ‘preboarding’\n- Zorg voor een gestructureerd inwerkprogramma\n- Besteed aandacht aan zowel praktische zaken als sociale integratie\n- Wijs een buddy of mentor toe\n- Plan regelmatige check-ins tijdens de eerste maanden\n\n[Hier](https:\u002F\u002Fdoorpakken.abnamro.nl\u002Fmagazine\u002Fzo-maak-je-een-onweerstaanbaar-onboardingprogramma\u002F) lees je alles over het opzetten van een ijzersterk onboardingprogramma.\n\n### 3. Ontwikkeling en groei\nWanneer je nieuwe medewerker de onboarding doorlopen heeft ga je kijken naar de persoonlijke en professionele groei binnen de organisatie.\n\n#### Waarom is deze fase belangrijk?\n- Ontwikkelingsmogelijkheden zijn één van de belangrijkste redenen waarom medewerkers blijven\n- Groei zorgt voor meer betrokkenheid en productiviteit\n- Het stelt je organisatie in staat om intern talent te laten doorstromen\n\n#### Tips om deze fase te versterken:\n- Bied relevante trainingen en opleidingsmogelijkheden\n- Maak doorgroeipaden zichtbaar\n- Houd regelmatig ontwikkelgesprekken, niet alleen jaarlijks\n- Stimuleer medewerkers om over hun eigen ontwikkeling na te denken\n- Geef regelmatig constructieve feedback\n\n### 4. Prestatiebeoordeling en waardering\nDeze fase gaat over het erkennen van prestaties en het geven van waardevolle feedback.\n\n#### Waarom is deze fase belangrijk?\n- Erkenning is een sterke motivator voor medewerkers\n- Regelmatige feedback helpt bij continue verbetering\n- Het biedt kansen om verwachtingen af te stemmen\n\n#### Tips om deze fase te versterken:\n- Maak beoordelingen transparant en eerlijk\n- Focus niet alleen op wat beter kan, maar juist ook op wat goed gaat\n- Geef directe en concrete feedback\n- Vier successen, zowel grote als kleine\n\n### 5. Behoud en betrokkenheid\nDeze fase loopt eigenlijk door alle andere fasen heen en gaat over het creëren van een werkomgeving waarin medewerkers willen blijven.\n\n#### Waarom is deze fase belangrijk?\n- Betrokken medewerkers zijn productiever en leveren betere kwaliteit\n- Behoud van talent bespaart wervings- en inwerkkosten\n- Stabiele teams kunnen beter samenwerken en kennis opbouwen\n\n#### Tips om deze fase te versterken:\n- Creëer een positieve bedrijfscultuur\n- Bied een goede werk-privébalans\n- Zorg voor marktconforme beloning en secundaire arbeidsvoorwaarden\n- Luister naar de behoeften en ideeën van medewerkers\n- Geef autonomie en vertrouwen\n\n### 6. Exit en alumni\nDe laatste fase van de employee journey is het vertrek van de medewerker. De exit laat vaak een indruk achter, en om welke reden de medewerker jouw bedrijf ook verlaat, je wilt dat ze positief terugkijken op hun tijd bij jou.\n\n#### Waarom is deze fase belangrijk?\n- Vertrekkende medewerkers kunnen ambassadeurs blijven van je organisatie\n- Het biedt waardevolle inzichten in verbeterpunten voor je organisatie\n\n#### Tips om deze fase te versterken:\n- Voer een goed exitgesprek\n- Zorg voor een zorgvuldige overdracht van kennis en taken\n- Organiseer een passend afscheid\n- Gebruik feedback van vertrekkende medewerkers om je organisatie te verbeteren\n\n## De voordelen van een goed ontworpen employee journey\nEen doordachte aanpak van de employee journey levert concrete voordelen op voor zowel de medewerker als de organisatie:\n\n### Voor de medewerker:\n- Meer werkplezier en betrokkenheid\n- Duidelijkheid over verwachtingen en mogelijkheden\n- Persoonlijke en professionele groei\n- Erkenning en waardering\n- Betere werk-privébalans\n\n### Voor de organisatie:\n- Hogere productiviteit en kwaliteit\n- Lager personeelsverloop en bijbehorende kosten\n- Sterker werkgeversmerk en makkelijker werven\n- Betere klanttevredenheid (tevreden medewerkers = tevreden klanten)\n- Sterkere bedrijfscultuur en meer innovatie\n\n## De employee journey in kaart brengen\nOm de employee journey in je eigen organisatie te verbeteren, is het belangrijk om eerst duidelijk te hebben hoe deze er nu uitziet. Dit doe je met een employee journey map.\n\n### Stap 1: Definieer je doelgroepen\nBegin met het identificeren van verschillende medewerkersgroepen of persona's binnen je organisatie. \n\nLet ook op [de verschillende behoeften per functiegroep](https:\u002F\u002Fblog.vebego.nl\u002Femployee-journey-model). Niet elke medewerker heeft dezelfde behoeften of maakt dezelfde reis door jouw bedrijf. \n\nJe kunt bijvoorbeeld onderscheid maken tussen:\n-\tFunctieniveaus (junior, medior, senior)\n-\tAfdelingen of teams\n-\tLeeftijdsgroepen of generaties\n-\tContractvormen (vast, tijdelijk, freelance)\n\n### Stap 2: Breng de verschillende fasen in kaart\nBepaal voor elke persona welke fasen zij doorlopen in hun reis door jouw organisatie. \nDenk aan de zes hoofdfasen die we eerder bespraken, maar voeg gerust organisatiespecifieke fasen toe.\n\n### Stap 3: Identificeer touchpoints\nVoor elke fase zijn er bepaalde 'touchpoints': momenten waarop de medewerker in contact komt met de organisatie. Dit kunnen gesprekken, activiteiten, systemen of processen zijn. \n\n__Bijvoorbeeld:__\n-\tSollicitatiegesprekken\n-\tOnboardingsdagen\n-\tFunctioneringsgesprekken\n-\tTeamevenementen\n-\tIntranet of andere communicatieplatforms\n\n### Stap 4: Analyseer de huidige ervaring\nVerzamel informatie over hoe medewerkers de verschillende touchpoints nu ervaren. Dit kan via:\n-\tEnquêtes en vragenlijsten\n-\tInterviews met huidige en voormalige medewerkers\n-\tFocusgroepen\n-\tData uit HR-systemen (zoals verloop, ziekteverzuim, etc.)\n\n### Stap 5: Identificeer verbeterpunten\nOp basis van de verzamelde informatie kun je bepalen waar de pijnpunten zitten in de huidige employee journey. Kijk naar:\n- Fasen met lage tevredenheidsscores\n- Touchpoints die als negatief worden ervaren\n- Discrepanties tussen verschillende teams of afdelingen\n- Momenten waarop medewerkers afhaken of vertrekken\n\n### Stap 6: Ontwerp verbeteringen\nOntwikkel concrete acties om de geïdentificeerde pijnpunten aan te pakken. Betrek hierbij medewerkers uit verschillende teams en niveaus voor een breed draagvlak.\n\n### Stap 7: Implementeer en evalueer\nVoer de verbeteringen door en meet de impact. Is de tevredenheid gestegen? Is het verloop gedaald? Blijven medewerkers langer? Dit is een continu proces van verbeteren.\n\n## De employee journey in verschillende bedrijfsgroottes\nDe aanpak van de employee journey verschilt per bedrijfsgrootte. Hier zijn enkele specifieke aandachtspunten:\n\n### Voor ZZP'ers die personeel aannemen\nAls je voor het eerst personeel aanneemt ben jij het bedrijf. Zorg er daarom voor dat nieuwe collega’s direct en goed kunnen communiceren met jou. Ook is het zaak dat je zorgt voor duidelijke verwachtingen en ruimte voor inbreng. \n\n### Voor bedrijven met 2-10 medewerkers\nBij een klein team is het belangrijk om een sterke cultuur te bouwen. Zorg dat iedere medewerker persoonlijke aandacht krijgt en de mogelijkheid om zich te ontwikkelen. De juiste balans tussen informeel contact en feedback geven mag ook niet vergeten worden. \n\n### Voor bedrijven met 10-50 medewerkers\nDeze fase is voor bedrijven vaak het moeilijkst. Als eigenaar zit je tussen het werken aan en in je bedrijf, maar je medewerkers mogen niet vergeten worden. Waar moet je op letten? \n-\tHet behouden van een persoonlijke touch bij meer structuur\n-\tOntwikkelingspaden en specialisaties bieden\n-\tConsistentie in de employee journey tussen verschillende teams\n-\tBalans tussen informele en formele processen\n\n## Waardevolle ontwikkelingsgesprekken als cruciaal onderdeel\nOntwikkelingsgesprekken vormen een essentieel onderdeel van de employee journey. Ze bieden structuur aan de professionele groei van medewerkers en dragen bij aan hun betrokkenheid en behoud.\n\n### Tips voor waardevolle ontwikkelingsgesprekken:\n#### Frequentie en timing\n-\tVoer regelmatig gesprekken, niet alleen jaarlijks\n-\tPlan korte, frequente check-ins naast diepgaande gesprekken\n-\tKies momenten waarop zowel medewerker als leidinggevende gefocust kunnen zijn\n\n#### Voorbereiding\n-\tLaat de medewerker zich voorbereiden met een self-assessment\n-\tReview eerdere doelen en afspraken\n-\tVerzamel feedback van anderen die met de medewerker samenwerken\n-\tCreëer een veilige en comfortabele setting voor het gesprek\n\n#### Inhoud van het gesprek\n-\tReflecteer op de afgelopen periode: wat ging goed, wat kan beter?\n-\tBespreek ambities en ontwikkelwensen\n-\tStel samen concrete, haalbare doelen op\n-\tIdentificeer ontwikkelingsmogelijkheden die passen bij de doelen\n-\tMaak duidelijke afspraken over vervolgstappen en ondersteuning\n\n#### Follow-up\n-\tLeg afspraken schriftelijk vast\n-\tPlan regelmatige check-ins om voortgang te bespreken\n-\tBied ondersteuning bij het realiseren van ontwikkeldoelen\n-\tVier successen en mijlpalen\n\n## Conclusie: investeren in de complete employee journey loont\nDe employee journey is meer dan alleen werven en behouden van medewerkers. Het is een holistische benadering die alle aspecten van de medewerkersreis omvat, van eerste kennismaking tot afscheid.\n\nDoor bewust te investeren in elke fase van deze reis, creëer je een omgeving waarin medewerkers zichzelf kunnen ontwikkelen en verbonden worden met je organisatie. Gelukkige medewerkers zijn maar liefst [13% productiever](https:\u002F\u002Fassessio.com\u002Fnl\u002Fartikel\u002Fhet-employee-journey-stappenplan\u002F). Dus naast een positieve sfeer en betere retentie, kun je ook betere resultaten verwachten. \n\nBegin vandaag nog met het in kaart brengen van jouw employee journey en ontdek waar je de grootste verbeteringen kunt realiseren. Want uiteindelijk zijn het je medewerkers die het verschil maken voor je klanten en je bedrijf.\n\nWil je meer weten over specifieke onderdelen van de employee journey? Lees dan ook onze artikelen \"[Vijf succesfactoren voor een sterke wervingsstrategie](https:\u002F\u002Fdoorpakken.abnamro.nl\u002Fmagazine\u002Fvijf-succesfactoren-voor-een-sterke-wervingsstrategie\u002F)\" en \"[Zo maak je een onweerstaanbaar onboardingprogramma](https:\u002F\u002Fdoorpakken.abnamro.nl\u002Fmagazine\u002Fzo-maak-je-een-onweerstaanbaar-onboardingprogramma\u002F)\"\n",{"__typename":997,"sys":998,"image":8,"type":1000,"variant":27,"title":8,"subtitle":1001,"body":8,"primaryLink":1002},"Name",{"id":999},"1N90c14VmI1nwm6hOcvx0E","sales","Weten wat een nieuwe medewerker kost? Reken het direct uit",{"asset":8,"leadingIcon":8,"icon":27,"iconPosition":1003,"externalUrl":8,"internalUrl":8,"type":1004,"name":1005,"label":1006,"title":8,"theme":8,"linkedPage":1007},"end","internal","In blog - FTE calc","Ga naar de calculator",{"slug":165,"parentPage":1008},{"slug":39,"parentPage":1009},{"slug":42},{"__typename":982,"sys":1011,"linksCollection":1013,"image":8,"name":1015,"variant":27,"header":8,"body":1016},{"id":1012},"337GNnv7ZZnkRypDOaVN2d",{"items":1014},[],"HR & Mensen - body 2 | De employee journey: meer dan werven en behouden","## Waardevolle ontwikkelingsgesprekken als cruciaal onderdeel\nOntwikkelingsgesprekken vormen een essentieel onderdeel van de employee journey. Ze bieden structuur aan de professionele groei van medewerkers en dragen bij aan hun betrokkenheid en behoud.\n\n### Tips voor waardevolle ontwikkelingsgesprekken:\n#### Frequentie en timing\n-\tVoer regelmatig gesprekken, niet alleen jaarlijks\n-\tPlan korte, frequente check-ins naast diepgaande gesprekken\n-\tKies momenten waarop zowel medewerker als leidinggevende gefocust kunnen zijn\n\n#### Voorbereiding\n-\tLaat de medewerker zich voorbereiden met een self-assessment\n-\tReview eerdere doelen en afspraken\n-\tVerzamel feedback van anderen die met de medewerker samenwerken\n-\tCreëer een veilige en comfortabele setting voor het gesprek\n\n#### Inhoud van het gesprek\n-\tReflecteer op de afgelopen periode: wat ging goed, wat kan beter?\n-\tBespreek ambities en ontwikkelwensen\n-\tStel samen concrete, haalbare doelen op\n-\tIdentificeer ontwikkelingsmogelijkheden die passen bij de doelen\n-\tMaak duidelijke afspraken over vervolgstappen en ondersteuning\n\n#### Follow-up\n-\tLeg afspraken schriftelijk vast\n-\tPlan regelmatige check-ins om voortgang te bespreken\n-\tBied ondersteuning bij het realiseren van ontwikkeldoelen\n-\tVier successen en mijlpalen\n\n## Conclusie: investeren in de complete employee journey loont\nDe employee journey is meer dan alleen werven en behouden van medewerkers. Het is een holistische benadering die alle aspecten van de medewerkersreis omvat, van eerste kennismaking tot afscheid.\n\nDoor bewust te investeren in elke fase van deze reis, creëer je een omgeving waarin medewerkers zichzelf kunnen ontwikkelen en verbonden worden met je organisatie. Gelukkige medewerkers zijn maar liefst [13% productiever](https:\u002F\u002Fassessio.com\u002Fnl\u002Fartikel\u002Fhet-employee-journey-stappenplan\u002F). Dus naast een positieve sfeer en betere retentie, kun je ook betere resultaten verwachten. \n\nBegin vandaag nog met het in kaart brengen van jouw employee journey en ontdek waar je de grootste verbeteringen kunt realiseren. Want uiteindelijk zijn het je medewerkers die het verschil maken voor je klanten en je bedrijf.\n\nWil je meer weten over specifieke onderdelen van de employee journey? Lees dan ook onze artikelen \"[Vijf succesfactoren voor een sterke wervingsstrategie](https:\u002F\u002Fdoorpakken.abnamro.nl\u002Fmagazine\u002Fvijf-succesfactoren-voor-een-sterke-wervingsstrategie\u002F)\" en \"[Zo maak je een onweerstaanbaar onboardingprogramma](https:\u002F\u002Fdoorpakken.abnamro.nl\u002Fmagazine\u002Fzo-maak-je-een-onweerstaanbaar-onboardingprogramma\u002F)\"\n",{"__typename":997,"sys":1018,"image":8,"type":1000,"variant":1020,"title":8,"subtitle":1021,"body":8,"primaryLink":1022},{"id":1019},"7e6WnLwsY7pKZ54l3TE2zQ","highlight","Personeel nodig om door te groeien? Wij helpen je stapsgewijs meer personeel vinden én houden",{"asset":8,"leadingIcon":8,"icon":27,"iconPosition":1003,"externalUrl":8,"internalUrl":8,"type":1004,"name":1023,"label":1024,"title":8,"theme":8,"linkedPage":1025},"In blog - FTE Stappenplan","Download je stappenplan",{"slug":172,"parentPage":1026},{"slug":67,"parentPage":1027},{"slug":42},{"items":1029},[1030,1042,1066,1074],{"__typename":1031,"sys":1032,"cardsCollection":1034,"textAnimation":8,"type":1036,"title":1037,"subtitle":8,"anchorName":8,"tagsCollection":1038},"CompCardWrapper",{"id":1033},"lg5xUEvu6lRk3qfWDSLUl",{"items":1035},[],"filterable-article-previews-wrapper","Bekijk onze meest recente HR artikelen",{"items":1039},[1040],{"sys":1041,"name":122,"value":952,"type":953,"filterParameter":954},{"id":951},{"__typename":1031,"sys":1043,"tagsCollection":1045,"textAnimation":8,"type":1047,"title":8,"subtitle":8,"anchorName":8,"cardsCollection":1048},{"id":1044},"2OUEiZaVbOBDZnp5yw7iLu",{"items":1046},[],"anchor-wrapper",{"items":1049},[1050],{"__typename":997,"sys":1051,"secondaryLink":8,"cardAnimation":8,"mediaAnimation":8,"textAnimation":8,"type":1053,"alignment":1054,"title":1055,"subtitle":8,"body":1056,"trackingComponentName":1057,"videoControls":8,"optionalVideoExtras":8,"image":1058,"primaryLink":1060},{"id":1052},"KDZmI5mkLvOvogEgH7N29","anchor","align-right","Behoefte aan een ervaren ondernemer om even te sparren?","Krijg toegang tot een netwerk van 500+ ervaren ondernemers. Via 1-op-1 begeleiding kun je sparren met en leren van een ondernemer met specifieke kennis van jouw sector en uitdagingen.","dpkn-banner",{"url":1059,"description":919},"https:\u002F\u002Fimages.ctfassets.net\u002Fugvt7frqdowh\u002FhZXE8zH8GqvwT2zgSdYT8\u002F16c94cbea994c11609a95fa844ce7499\u002Fcoverimage-crowdfunding__1_.jpg",{"asset":8,"dialogueModal":8,"leadingIcon":8,"icon":1061,"iconPosition":1003,"externalUrl":8,"internalUrl":8,"type":1004,"name":1062,"label":1062,"title":8,"theme":8,"linkedPage":1063},"chevron","Bekijk het mentorschap",{"slug":188,"parentPage":1064},{"slug":39,"parentPage":1065},{"slug":42},{"__typename":997,"sys":1067,"primaryLink":8,"secondaryLink":8,"cardAnimation":8,"mediaAnimation":8,"textAnimation":8,"type":1069,"alignment":8,"title":8,"subtitle":8,"body":1070,"trackingComponentName":8,"videoControls":1071,"optionalVideoExtras":8,"image":1072},{"id":1068},"4ZHDIQWTqMil0wyg8k9Mgw","content-highlight","### Dit artikel is gecontroleerd door Han Mesters\nHan Mesters is sector banker Zakelijke dienstverlening. Deze sector is heel divers en omvat onder meer accountancy, advocatuur, consultancy, notariaat, uitzenders, schoonmaakbedrijven en beveiligingsbedrijven. Han is al meer dan 17 jaar werkzaam in banen die als aandachtsgebied de sector zakelijke dienstverlening hebben.\n\n[Bekijk het profiel van Han](https:\u002F\u002Fwww.abnamro.nl\u002Fnl\u002Fzakelijk\u002Finsights\u002Fauteurs\u002Fhan-mesters\u002Findex.html).\n",true,{"url":1073,"description":919},"https:\u002F\u002Fimages.ctfassets.net\u002Fugvt7frqdowh\u002F675ZRyrunOOvhiiE6BVimw\u002F748e2eb2f8ac914cf98593baf700f03b\u002Fhan-mesters-profiel.png",{"__typename":1031,"sys":1075,"tagsCollection":1077,"textAnimation":8,"type":1079,"title":8,"subtitle":8,"anchorName":8,"cardsCollection":1080},{"id":1076},"4WyOqzlGSoZgp4xoBky1gC",{"items":1078},[],"feedback-card-wrapper",{"items":1081},[1082],{"__typename":1083,"sys":1084,"label":1086,"valueId":1087,"layout":1088,"radioType":1089,"required":8,"helperMessage":1090,"leadType":8,"placeholder":8,"tooltip":8,"radiobuttonsCollection":1091},"WizardComponentRadiobuttonSet",{"id":1085},"ZxE9JpEnpHZz87TwizmgJ","Hoe tevreden ben je met dit artikel?","articleBlogFeedback","inline","enriched-radio","We horen graag wat je van dit artikel vindt! ",{"items":1092},[1093,1100,1105,1110,1115],{"__typename":1094,"sys":1095,"image":8,"valueId":1097,"label":1098,"placeholder":8,"type":1099,"leadType":8,"booleanValue":8,"contextType":8,"required":8,"helperMessage":8,"tooltip":8},"WizardComponentTextInput",{"id":1096},"XAF7uHZ862TgK57YGaDwM","genericPdpFeedbackRadioOne","1","radio",{"__typename":1094,"sys":1101,"image":8,"valueId":1103,"label":1104,"placeholder":8,"type":1099,"leadType":8,"booleanValue":8,"contextType":8,"required":8,"helperMessage":8,"tooltip":8},{"id":1102},"4q7k4PWHQCMFiU8zQmlrkG","genericPdpFeedbackRadioTwo","2",{"__typename":1094,"sys":1106,"image":8,"valueId":1108,"label":1109,"placeholder":8,"type":1099,"leadType":8,"booleanValue":8,"contextType":8,"required":8,"helperMessage":8,"tooltip":8},{"id":1107},"5OQ0mhjfd7Uq6uX3KWvn6n","genericPdpFeedbackRadioThree","3",{"__typename":1094,"sys":1111,"image":8,"valueId":1113,"label":1114,"placeholder":8,"type":1099,"leadType":8,"booleanValue":8,"contextType":8,"required":8,"helperMessage":8,"tooltip":8},{"id":1112},"WCi3uFOQAFutAzi0udnij","genericPdpFeedbackRadioFour","4",{"__typename":1094,"sys":1116,"image":8,"valueId":1118,"label":1119,"placeholder":8,"type":1099,"leadType":8,"booleanValue":8,"contextType":8,"required":8,"helperMessage":8,"tooltip":8},{"id":1117},"4ldRZgtvse1mBwa1JFyNqq","genericPdpFeedbackRadioFive","5",{"data":1121,"body":1122,"toc":1132},{"title":919,"description":1056},{"type":1123,"children":1124},"root",[1125],{"type":1126,"tag":1127,"props":1128,"children":1129},"element","p",{},[1130],{"type":1131,"value":1056},"text",{"title":919,"searchDepth":1133,"depth":1133,"links":1134},2,[],{"data":1136,"body":1137,"toc":1165},{"title":919,"description":919},{"type":1123,"children":1138},[1139,1146,1151],{"type":1126,"tag":1140,"props":1141,"children":1143},"h3",{"id":1142},"dit-artikel-is-gecontroleerd-door-han-mesters",[1144],{"type":1131,"value":1145},"Dit artikel is gecontroleerd door Han Mesters",{"type":1126,"tag":1127,"props":1147,"children":1148},{},[1149],{"type":1131,"value":1150},"Han Mesters is sector banker Zakelijke dienstverlening. Deze sector is heel divers en omvat onder meer accountancy, advocatuur, consultancy, notariaat, uitzenders, schoonmaakbedrijven en beveiligingsbedrijven. Han is al meer dan 17 jaar werkzaam in banen die als aandachtsgebied de sector zakelijke dienstverlening hebben.",{"type":1126,"tag":1127,"props":1152,"children":1153},{},[1154,1163],{"type":1126,"tag":1155,"props":1156,"children":1160},"a",{"href":1157,"rel":1158},"https:\u002F\u002Fwww.abnamro.nl\u002Fnl\u002Fzakelijk\u002Finsights\u002Fauteurs\u002Fhan-mesters\u002Findex.html",[1159],"nofollow",[1161],{"type":1131,"value":1162},"Bekijk het profiel van Han",{"type":1131,"value":1164},".",{"title":919,"searchDepth":1133,"depth":1133,"links":1166},[1167],{"id":1142,"depth":1168,"text":1145},3,{"data":1170,"body":1172,"toc":1192},{"title":919,"description":1171},"Belangrijk! Vul geen persoonlijke gegevens in, zoals je naam of pincode. We gebruiken je feedback voor het verbeteren van onze service. Hulp nodig? Neem contact met ons op door te e-mailen naar doorpakken@nl.abnamro.com.",{"type":1123,"children":1173},[1174],{"type":1126,"tag":1127,"props":1175,"children":1176},{},[1177,1183,1185,1191],{"type":1126,"tag":1178,"props":1179,"children":1180},"strong",{},[1181],{"type":1131,"value":1182},"Belangrijk!",{"type":1131,"value":1184}," Vul geen persoonlijke gegevens in, zoals je naam of pincode. We gebruiken je feedback voor het verbeteren van onze service. Hulp nodig? Neem contact met ons op door te e-mailen naar ",{"type":1126,"tag":1155,"props":1186,"children":1188},{"href":1187},"mailto:doorpakken@nl.abnamro.com",[1189],{"type":1131,"value":1190},"doorpakken@nl.abnamro.com",{"type":1131,"value":1164},{"title":919,"searchDepth":1133,"depth":1133,"links":1193},[],{"data":1195,"body":1197,"toc":1213},{"title":919,"description":1196},"Hoe zorg je ervoor dat je medewerkers niet alleen binnenkomen, maar ook groeien en betrokken blijven bij je organisatie?",{"type":1123,"children":1198},[1199,1203,1208],{"type":1126,"tag":1127,"props":1200,"children":1201},{},[1202],{"type":1131,"value":1196},{"type":1126,"tag":1127,"props":1204,"children":1205},{},[1206],{"type":1131,"value":1207},"Het antwoord ligt in een goed uitgedachte employee journey. In dit artikel duiken we in het concept van de employee journey en laten we zien hoe je deze kunt optimaliseren voor verschillende fasen, van werving tot pensioen.",{"type":1126,"tag":1127,"props":1209,"children":1210},{},[1211],{"type":1131,"value":1212},"Je leert wat de employee journey precies inhoudt, welke fasen erin te onderscheiden zijn en hoe je deze kunt versterken. Met praktische tips en voorbeelden helpen we je op weg naar een aanpak die zowel je medewerkers als je organisatie ten goede komt.",{"title":919,"searchDepth":1133,"depth":1133,"links":1214},[],{"data":1216,"body":1217,"toc":2237},{"title":919,"description":919},{"type":1123,"children":1218},[1219,1226,1231,1245,1260,1265,1270,1276,1281,1287,1292,1297,1304,1322,1328,1363,1369,1374,1379,1397,1402,1430,1442,1448,1453,1458,1476,1481,1509,1515,1520,1525,1543,1548,1571,1577,1582,1587,1605,1610,1638,1644,1649,1654,1667,1672,1695,1701,1706,1712,1740,1746,1774,1780,1785,1791,1796,1810,1815,1838,1844,1849,1855,1860,1868,1896,1902,1907,1930,1936,1941,1964,1970,1975,1981,1986,1992,1997,2003,2008,2014,2019,2025,2030,2053,2059,2064,2070,2076,2094,2100,2123,2129,2157,2163,2186,2192,2197,2211,2216],{"type":1126,"tag":1220,"props":1221,"children":1223},"h2",{"id":1222},"wat-is-de-employee-journey",[1224],{"type":1131,"value":1225},"Wat is de employee journey?",{"type":1126,"tag":1127,"props":1227,"children":1228},{},[1229],{"type":1131,"value":1230},"De employee journey, of “medewerkersreis”, omvat alle ervaringen die een medewerker heeft binnen je organisatie. Het begint bij de eerste kennismaking en loopt door tot het moment waarop de medewerker je organisatie verlaat, en zelfs daarna.",{"type":1126,"tag":1127,"props":1232,"children":1233},{},[1234,1236,1243],{"type":1131,"value":1235},"De employee journey wordt ",{"type":1126,"tag":1155,"props":1237,"children":1240},{"href":1238,"rel":1239},"https:\u002F\u002Fwww.personio.nl\u002Fhr-woordenboek\u002Femployee-journey\u002F",[1159],[1241],{"type":1131,"value":1242},"ook wel bestempeld als",{"type":1131,"value":1244},":",{"type":1126,"tag":1246,"props":1247,"children":1248},"ul",{},[1249,1255],{"type":1126,"tag":1250,"props":1251,"children":1252},"li",{},[1253],{"type":1131,"value":1254},"“alle interacties van je werknemers met je bedrijf\"",{"type":1126,"tag":1250,"props":1256,"children":1257},{},[1258],{"type":1131,"value":1259},"\"begint bij de werving en gaat door tot de werknemer je bedrijf verlaat\"",{"type":1126,"tag":1127,"props":1261,"children":1262},{},[1263],{"type":1131,"value":1264},"Het is vergelijkbaar met de klantreismodellen die marketeers gebruiken, maar dan gericht op de medewerker als 'klant'. Door de beleving van medewerkers centraal te stellen, kun je processen verbeteren, betrokkenheid vergroten en uiteindelijk ook je organisatie succesvoller maken.",{"type":1126,"tag":1127,"props":1266,"children":1267},{},[1268],{"type":1131,"value":1269},"De employee journey bestaat uit verschillende fasen, met voor elke fase specifieke behoeften en verwachtingen. Door deze fasen te begrijpen en er bewust op in te spelen, creëer je een positievere werkervaring voor je medewerkers.",{"type":1126,"tag":1220,"props":1271,"children":1273},{"id":1272},"de-zes-fasen-van-de-employee-journey",[1274],{"type":1131,"value":1275},"De zes fasen van de employee journey",{"type":1126,"tag":1127,"props":1277,"children":1278},{},[1279],{"type":1131,"value":1280},"Per bedrijf zijn de fasen van de employee journey anders, maar over het algemeen kun je zeggen dat er zes hoofdfasen zijn.",{"type":1126,"tag":1140,"props":1282,"children":1284},{"id":1283},"_1-oriëntatie-en-werving",[1285],{"type":1131,"value":1286},"1. Oriëntatie en werving",{"type":1126,"tag":1127,"props":1288,"children":1289},{},[1290],{"type":1131,"value":1291},"De reis begint al voordat iemand solliciteert. In deze fase vormt een potentiële medewerker een beeld van jouw organisatie als werkgever.",{"type":1126,"tag":1127,"props":1293,"children":1294},{},[1295],{"type":1131,"value":1296},"Dit doe je via je website en social media, maar ook de tekst in je vacatures en verhalen van huidige en voormalige medewerkers.",{"type":1126,"tag":1298,"props":1299,"children":1301},"h4",{"id":1300},"waarom-is-deze-fase-belangrijk",[1302],{"type":1131,"value":1303},"Waarom is deze fase belangrijk?",{"type":1126,"tag":1246,"props":1305,"children":1306},{},[1307,1312,1317],{"type":1126,"tag":1250,"props":1308,"children":1309},{},[1310],{"type":1131,"value":1311},"Eerste indrukken zijn blijvend en moeilijk te veranderen",{"type":1126,"tag":1250,"props":1313,"children":1314},{},[1315],{"type":1131,"value":1316},"Je trekt de juiste kandidaten aan als je employer brand helder is",{"type":1126,"tag":1250,"props":1318,"children":1319},{},[1320],{"type":1131,"value":1321},"De sollicitatie-ervaring bepaalt mede of een kandidaat het aanbod accepteert",{"type":1126,"tag":1298,"props":1323,"children":1325},{"id":1324},"tips-om-deze-fase-te-versterken",[1326],{"type":1131,"value":1327},"Tips om deze fase te versterken:",{"type":1126,"tag":1246,"props":1329,"children":1330},{},[1331,1343,1353,1358],{"type":1126,"tag":1250,"props":1332,"children":1333},{},[1334,1336],{"type":1131,"value":1335},"Zorg voor ",{"type":1126,"tag":1155,"props":1337,"children":1340},{"href":1338,"rel":1339},"https:\u002F\u002Fdoorpakken.abnamro.nl\u002Fmagazine\u002Fwat-maakt-jouw-bedrijf-aantrekkelijk\u002F",[1159],[1341],{"type":1131,"value":1342},"een duidelijk en authentiek werkgeversmerk",{"type":1126,"tag":1250,"props":1344,"children":1345},{},[1346],{"type":1126,"tag":1155,"props":1347,"children":1350},{"href":1348,"rel":1349},"https:\u002F\u002Fdoorpakken.abnamro.nl\u002Fmagazine\u002Fvijf-succesfactoren-voor-een-sterke-wervingsstrategie\u002F",[1159],[1351],{"type":1131,"value":1352},"Maak het sollicitatieproces transparant en gebruiksvriendelijk",{"type":1126,"tag":1250,"props":1354,"children":1355},{},[1356],{"type":1131,"value":1357},"Communiceer tijdig en persoonlijk met kandidaten",{"type":1126,"tag":1250,"props":1359,"children":1360},{},[1361],{"type":1131,"value":1362},"Schets geen situatie die niet realistisch is",{"type":1126,"tag":1140,"props":1364,"children":1366},{"id":1365},"_2-onboarding",[1367],{"type":1131,"value":1368},"2. Onboarding",{"type":1126,"tag":1127,"props":1370,"children":1371},{},[1372],{"type":1131,"value":1373},"De onboarding fase begint bij het accepteren van de baan en loopt door tot de medewerker volledig is ingewerkt, meestal de eerste 90 tot 100 dagen.",{"type":1126,"tag":1298,"props":1375,"children":1377},{"id":1376},"waarom-is-deze-fase-belangrijk-1",[1378],{"type":1131,"value":1303},{"type":1126,"tag":1246,"props":1380,"children":1381},{},[1382,1387,1392],{"type":1126,"tag":1250,"props":1383,"children":1384},{},[1385],{"type":1131,"value":1386},"Een goede onboarding zorgt ervoor dat medewerkers tot 70% sneller productief zijn",{"type":1126,"tag":1250,"props":1388,"children":1389},{},[1390],{"type":1131,"value":1391},"Het versterkt de binding met de organisatie vanaf dag één",{"type":1126,"tag":1250,"props":1393,"children":1394},{},[1395],{"type":1131,"value":1396},"Het bevestigt de keuze die de medewerker heeft gemaakt voor jouw organisatie",{"type":1126,"tag":1298,"props":1398,"children":1400},{"id":1399},"tips-om-deze-fase-te-versterken-1",[1401],{"type":1131,"value":1327},{"type":1126,"tag":1246,"props":1403,"children":1404},{},[1405,1410,1415,1420,1425],{"type":1126,"tag":1250,"props":1406,"children":1407},{},[1408],{"type":1131,"value":1409},"Begin al vóór de eerste werkdag met ‘preboarding’",{"type":1126,"tag":1250,"props":1411,"children":1412},{},[1413],{"type":1131,"value":1414},"Zorg voor een gestructureerd inwerkprogramma",{"type":1126,"tag":1250,"props":1416,"children":1417},{},[1418],{"type":1131,"value":1419},"Besteed aandacht aan zowel praktische zaken als sociale integratie",{"type":1126,"tag":1250,"props":1421,"children":1422},{},[1423],{"type":1131,"value":1424},"Wijs een buddy of mentor toe",{"type":1126,"tag":1250,"props":1426,"children":1427},{},[1428],{"type":1131,"value":1429},"Plan regelmatige check-ins tijdens de eerste maanden",{"type":1126,"tag":1127,"props":1431,"children":1432},{},[1433,1440],{"type":1126,"tag":1155,"props":1434,"children":1437},{"href":1435,"rel":1436},"https:\u002F\u002Fdoorpakken.abnamro.nl\u002Fmagazine\u002Fzo-maak-je-een-onweerstaanbaar-onboardingprogramma\u002F",[1159],[1438],{"type":1131,"value":1439},"Hier",{"type":1131,"value":1441}," lees je alles over het opzetten van een ijzersterk onboardingprogramma.",{"type":1126,"tag":1140,"props":1443,"children":1445},{"id":1444},"_3-ontwikkeling-en-groei",[1446],{"type":1131,"value":1447},"3. Ontwikkeling en groei",{"type":1126,"tag":1127,"props":1449,"children":1450},{},[1451],{"type":1131,"value":1452},"Wanneer je nieuwe medewerker de onboarding doorlopen heeft ga je kijken naar de persoonlijke en professionele groei binnen de organisatie.",{"type":1126,"tag":1298,"props":1454,"children":1456},{"id":1455},"waarom-is-deze-fase-belangrijk-2",[1457],{"type":1131,"value":1303},{"type":1126,"tag":1246,"props":1459,"children":1460},{},[1461,1466,1471],{"type":1126,"tag":1250,"props":1462,"children":1463},{},[1464],{"type":1131,"value":1465},"Ontwikkelingsmogelijkheden zijn één van de belangrijkste redenen waarom medewerkers blijven",{"type":1126,"tag":1250,"props":1467,"children":1468},{},[1469],{"type":1131,"value":1470},"Groei zorgt voor meer betrokkenheid en productiviteit",{"type":1126,"tag":1250,"props":1472,"children":1473},{},[1474],{"type":1131,"value":1475},"Het stelt je organisatie in staat om intern talent te laten doorstromen",{"type":1126,"tag":1298,"props":1477,"children":1479},{"id":1478},"tips-om-deze-fase-te-versterken-2",[1480],{"type":1131,"value":1327},{"type":1126,"tag":1246,"props":1482,"children":1483},{},[1484,1489,1494,1499,1504],{"type":1126,"tag":1250,"props":1485,"children":1486},{},[1487],{"type":1131,"value":1488},"Bied relevante trainingen en opleidingsmogelijkheden",{"type":1126,"tag":1250,"props":1490,"children":1491},{},[1492],{"type":1131,"value":1493},"Maak doorgroeipaden zichtbaar",{"type":1126,"tag":1250,"props":1495,"children":1496},{},[1497],{"type":1131,"value":1498},"Houd regelmatig ontwikkelgesprekken, niet alleen jaarlijks",{"type":1126,"tag":1250,"props":1500,"children":1501},{},[1502],{"type":1131,"value":1503},"Stimuleer medewerkers om over hun eigen ontwikkeling na te denken",{"type":1126,"tag":1250,"props":1505,"children":1506},{},[1507],{"type":1131,"value":1508},"Geef regelmatig constructieve feedback",{"type":1126,"tag":1140,"props":1510,"children":1512},{"id":1511},"_4-prestatiebeoordeling-en-waardering",[1513],{"type":1131,"value":1514},"4. Prestatiebeoordeling en waardering",{"type":1126,"tag":1127,"props":1516,"children":1517},{},[1518],{"type":1131,"value":1519},"Deze fase gaat over het erkennen van prestaties en het geven van waardevolle feedback.",{"type":1126,"tag":1298,"props":1521,"children":1523},{"id":1522},"waarom-is-deze-fase-belangrijk-3",[1524],{"type":1131,"value":1303},{"type":1126,"tag":1246,"props":1526,"children":1527},{},[1528,1533,1538],{"type":1126,"tag":1250,"props":1529,"children":1530},{},[1531],{"type":1131,"value":1532},"Erkenning is een sterke motivator voor medewerkers",{"type":1126,"tag":1250,"props":1534,"children":1535},{},[1536],{"type":1131,"value":1537},"Regelmatige feedback helpt bij continue verbetering",{"type":1126,"tag":1250,"props":1539,"children":1540},{},[1541],{"type":1131,"value":1542},"Het biedt kansen om verwachtingen af te stemmen",{"type":1126,"tag":1298,"props":1544,"children":1546},{"id":1545},"tips-om-deze-fase-te-versterken-3",[1547],{"type":1131,"value":1327},{"type":1126,"tag":1246,"props":1549,"children":1550},{},[1551,1556,1561,1566],{"type":1126,"tag":1250,"props":1552,"children":1553},{},[1554],{"type":1131,"value":1555},"Maak beoordelingen transparant en eerlijk",{"type":1126,"tag":1250,"props":1557,"children":1558},{},[1559],{"type":1131,"value":1560},"Focus niet alleen op wat beter kan, maar juist ook op wat goed gaat",{"type":1126,"tag":1250,"props":1562,"children":1563},{},[1564],{"type":1131,"value":1565},"Geef directe en concrete feedback",{"type":1126,"tag":1250,"props":1567,"children":1568},{},[1569],{"type":1131,"value":1570},"Vier successen, zowel grote als kleine",{"type":1126,"tag":1140,"props":1572,"children":1574},{"id":1573},"_5-behoud-en-betrokkenheid",[1575],{"type":1131,"value":1576},"5. 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De exit laat vaak een indruk achter, en om welke reden de medewerker jouw bedrijf ook verlaat, je wilt dat ze positief terugkijken op hun tijd bij jou.",{"type":1126,"tag":1298,"props":1650,"children":1652},{"id":1651},"waarom-is-deze-fase-belangrijk-5",[1653],{"type":1131,"value":1303},{"type":1126,"tag":1246,"props":1655,"children":1656},{},[1657,1662],{"type":1126,"tag":1250,"props":1658,"children":1659},{},[1660],{"type":1131,"value":1661},"Vertrekkende medewerkers kunnen ambassadeurs blijven van je organisatie",{"type":1126,"tag":1250,"props":1663,"children":1664},{},[1665],{"type":1131,"value":1666},"Het biedt waardevolle inzichten in verbeterpunten voor je organisatie",{"type":1126,"tag":1298,"props":1668,"children":1670},{"id":1669},"tips-om-deze-fase-te-versterken-5",[1671],{"type":1131,"value":1327},{"type":1126,"tag":1246,"props":1673,"children":1674},{},[1675,1680,1685,1690],{"type":1126,"tag":1250,"props":1676,"children":1677},{},[1678],{"type":1131,"value":1679},"Voer een goed exitgesprek",{"type":1126,"tag":1250,"props":1681,"children":1682},{},[1683],{"type":1131,"value":1684},"Zorg voor een zorgvuldige overdracht van kennis en taken",{"type":1126,"tag":1250,"props":1686,"children":1687},{},[1688],{"type":1131,"value":1689},"Organiseer een passend afscheid",{"type":1126,"tag":1250,"props":1691,"children":1692},{},[1693],{"type":1131,"value":1694},"Gebruik feedback van vertrekkende medewerkers om je organisatie te verbeteren",{"type":1126,"tag":1220,"props":1696,"children":1698},{"id":1697},"de-voordelen-van-een-goed-ontworpen-employee-journey",[1699],{"type":1131,"value":1700},"De voordelen van een goed ontworpen employee journey",{"type":1126,"tag":1127,"props":1702,"children":1703},{},[1704],{"type":1131,"value":1705},"Een doordachte aanpak van de employee journey levert concrete voordelen op voor zowel de medewerker als de organisatie:",{"type":1126,"tag":1140,"props":1707,"children":1709},{"id":1708},"voor-de-medewerker",[1710],{"type":1131,"value":1711},"Voor de medewerker:",{"type":1126,"tag":1246,"props":1713,"children":1714},{},[1715,1720,1725,1730,1735],{"type":1126,"tag":1250,"props":1716,"children":1717},{},[1718],{"type":1131,"value":1719},"Meer werkplezier en betrokkenheid",{"type":1126,"tag":1250,"props":1721,"children":1722},{},[1723],{"type":1131,"value":1724},"Duidelijkheid over verwachtingen en mogelijkheden",{"type":1126,"tag":1250,"props":1726,"children":1727},{},[1728],{"type":1131,"value":1729},"Persoonlijke en professionele groei",{"type":1126,"tag":1250,"props":1731,"children":1732},{},[1733],{"type":1131,"value":1734},"Erkenning en waardering",{"type":1126,"tag":1250,"props":1736,"children":1737},{},[1738],{"type":1131,"value":1739},"Betere werk-privébalans",{"type":1126,"tag":1140,"props":1741,"children":1743},{"id":1742},"voor-de-organisatie",[1744],{"type":1131,"value":1745},"Voor de organisatie:",{"type":1126,"tag":1246,"props":1747,"children":1748},{},[1749,1754,1759,1764,1769],{"type":1126,"tag":1250,"props":1750,"children":1751},{},[1752],{"type":1131,"value":1753},"Hogere productiviteit en kwaliteit",{"type":1126,"tag":1250,"props":1755,"children":1756},{},[1757],{"type":1131,"value":1758},"Lager personeelsverloop en bijbehorende kosten",{"type":1126,"tag":1250,"props":1760,"children":1761},{},[1762],{"type":1131,"value":1763},"Sterker werkgeversmerk en makkelijker werven",{"type":1126,"tag":1250,"props":1765,"children":1766},{},[1767],{"type":1131,"value":1768},"Betere klanttevredenheid (tevreden medewerkers = tevreden klanten)",{"type":1126,"tag":1250,"props":1770,"children":1771},{},[1772],{"type":1131,"value":1773},"Sterkere bedrijfscultuur en meer innovatie",{"type":1126,"tag":1220,"props":1775,"children":1777},{"id":1776},"de-employee-journey-in-kaart-brengen",[1778],{"type":1131,"value":1779},"De employee journey in kaart brengen",{"type":1126,"tag":1127,"props":1781,"children":1782},{},[1783],{"type":1131,"value":1784},"Om de employee journey in je eigen organisatie te verbeteren, is het belangrijk om eerst duidelijk te hebben hoe deze er nu uitziet. Dit doe je met een employee journey map.",{"type":1126,"tag":1140,"props":1786,"children":1788},{"id":1787},"stap-1-definieer-je-doelgroepen",[1789],{"type":1131,"value":1790},"Stap 1: Definieer je doelgroepen",{"type":1126,"tag":1127,"props":1792,"children":1793},{},[1794],{"type":1131,"value":1795},"Begin met het identificeren van verschillende medewerkersgroepen of persona's binnen je organisatie.",{"type":1126,"tag":1127,"props":1797,"children":1798},{},[1799,1801,1808],{"type":1131,"value":1800},"Let ook op ",{"type":1126,"tag":1155,"props":1802,"children":1805},{"href":1803,"rel":1804},"https:\u002F\u002Fblog.vebego.nl\u002Femployee-journey-model",[1159],[1806],{"type":1131,"value":1807},"de verschillende behoeften per functiegroep",{"type":1131,"value":1809},". Niet elke medewerker heeft dezelfde behoeften of maakt dezelfde reis door jouw bedrijf.",{"type":1126,"tag":1127,"props":1811,"children":1812},{},[1813],{"type":1131,"value":1814},"Je kunt bijvoorbeeld onderscheid maken tussen:",{"type":1126,"tag":1246,"props":1816,"children":1817},{},[1818,1823,1828,1833],{"type":1126,"tag":1250,"props":1819,"children":1820},{},[1821],{"type":1131,"value":1822},"Functieniveaus (junior, medior, senior)",{"type":1126,"tag":1250,"props":1824,"children":1825},{},[1826],{"type":1131,"value":1827},"Afdelingen of teams",{"type":1126,"tag":1250,"props":1829,"children":1830},{},[1831],{"type":1131,"value":1832},"Leeftijdsgroepen of generaties",{"type":1126,"tag":1250,"props":1834,"children":1835},{},[1836],{"type":1131,"value":1837},"Contractvormen (vast, tijdelijk, freelance)",{"type":1126,"tag":1140,"props":1839,"children":1841},{"id":1840},"stap-2-breng-de-verschillende-fasen-in-kaart",[1842],{"type":1131,"value":1843},"Stap 2: Breng de verschillende fasen in kaart",{"type":1126,"tag":1127,"props":1845,"children":1846},{},[1847],{"type":1131,"value":1848},"Bepaal voor elke persona welke fasen zij doorlopen in hun reis door jouw organisatie.\nDenk aan de zes hoofdfasen die we eerder bespraken, maar voeg gerust organisatiespecifieke fasen toe.",{"type":1126,"tag":1140,"props":1850,"children":1852},{"id":1851},"stap-3-identificeer-touchpoints",[1853],{"type":1131,"value":1854},"Stap 3: Identificeer touchpoints",{"type":1126,"tag":1127,"props":1856,"children":1857},{},[1858],{"type":1131,"value":1859},"Voor elke fase zijn er bepaalde 'touchpoints': momenten waarop de medewerker in contact komt met de organisatie. 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Dit kan via:",{"type":1126,"tag":1246,"props":1908,"children":1909},{},[1910,1915,1920,1925],{"type":1126,"tag":1250,"props":1911,"children":1912},{},[1913],{"type":1131,"value":1914},"Enquêtes en vragenlijsten",{"type":1126,"tag":1250,"props":1916,"children":1917},{},[1918],{"type":1131,"value":1919},"Interviews met huidige en voormalige medewerkers",{"type":1126,"tag":1250,"props":1921,"children":1922},{},[1923],{"type":1131,"value":1924},"Focusgroepen",{"type":1126,"tag":1250,"props":1926,"children":1927},{},[1928],{"type":1131,"value":1929},"Data uit HR-systemen (zoals verloop, ziekteverzuim, etc.)",{"type":1126,"tag":1140,"props":1931,"children":1933},{"id":1932},"stap-5-identificeer-verbeterpunten",[1934],{"type":1131,"value":1935},"Stap 5: Identificeer verbeterpunten",{"type":1126,"tag":1127,"props":1937,"children":1938},{},[1939],{"type":1131,"value":1940},"Op basis van de verzamelde informatie kun je bepalen waar de pijnpunten zitten in de huidige employee journey. Kijk naar:",{"type":1126,"tag":1246,"props":1942,"children":1943},{},[1944,1949,1954,1959],{"type":1126,"tag":1250,"props":1945,"children":1946},{},[1947],{"type":1131,"value":1948},"Fasen met lage tevredenheidsscores",{"type":1126,"tag":1250,"props":1950,"children":1951},{},[1952],{"type":1131,"value":1953},"Touchpoints die als negatief worden ervaren",{"type":1126,"tag":1250,"props":1955,"children":1956},{},[1957],{"type":1131,"value":1958},"Discrepanties tussen verschillende teams of afdelingen",{"type":1126,"tag":1250,"props":1960,"children":1961},{},[1962],{"type":1131,"value":1963},"Momenten waarop medewerkers afhaken of vertrekken",{"type":1126,"tag":1140,"props":1965,"children":1967},{"id":1966},"stap-6-ontwerp-verbeteringen",[1968],{"type":1131,"value":1969},"Stap 6: Ontwerp verbeteringen",{"type":1126,"tag":1127,"props":1971,"children":1972},{},[1973],{"type":1131,"value":1974},"Ontwikkel concrete acties om de geïdentificeerde pijnpunten aan te pakken. Betrek hierbij medewerkers uit verschillende teams en niveaus voor een breed draagvlak.",{"type":1126,"tag":1140,"props":1976,"children":1978},{"id":1977},"stap-7-implementeer-en-evalueer",[1979],{"type":1131,"value":1980},"Stap 7: Implementeer en evalueer",{"type":1126,"tag":1127,"props":1982,"children":1983},{},[1984],{"type":1131,"value":1985},"Voer de verbeteringen door en meet de impact. Is de tevredenheid gestegen? Is het verloop gedaald? Blijven medewerkers langer? Dit is een continu proces van verbeteren.",{"type":1126,"tag":1220,"props":1987,"children":1989},{"id":1988},"de-employee-journey-in-verschillende-bedrijfsgroottes",[1990],{"type":1131,"value":1991},"De employee journey in verschillende bedrijfsgroottes",{"type":1126,"tag":1127,"props":1993,"children":1994},{},[1995],{"type":1131,"value":1996},"De aanpak van de employee journey verschilt per bedrijfsgrootte. 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Waar moet je op letten?",{"type":1126,"tag":1246,"props":2031,"children":2032},{},[2033,2038,2043,2048],{"type":1126,"tag":1250,"props":2034,"children":2035},{},[2036],{"type":1131,"value":2037},"Het behouden van een persoonlijke touch bij meer structuur",{"type":1126,"tag":1250,"props":2039,"children":2040},{},[2041],{"type":1131,"value":2042},"Ontwikkelingspaden en specialisaties bieden",{"type":1126,"tag":1250,"props":2044,"children":2045},{},[2046],{"type":1131,"value":2047},"Consistentie in de employee journey tussen verschillende teams",{"type":1126,"tag":1250,"props":2049,"children":2050},{},[2051],{"type":1131,"value":2052},"Balans tussen informele en formele processen",{"type":1126,"tag":1220,"props":2054,"children":2056},{"id":2055},"waardevolle-ontwikkelingsgesprekken-als-cruciaal-onderdeel",[2057],{"type":1131,"value":2058},"Waardevolle ontwikkelingsgesprekken als cruciaal onderdeel",{"type":1126,"tag":1127,"props":2060,"children":2061},{},[2062],{"type":1131,"value":2063},"Ontwikkelingsgesprekken vormen een essentieel onderdeel van de employee journey. 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